FEBRUARY 2014

PRESENTED BY JOHN MACLEAN

AGENDA

PageGroup Overview

Areas of Specialisation

The Decade in Review

What Did We See in 2013?

Current Industry Trends

Salary & Employment Forecast 2014

Has the Recruitment Landscape Changed?

Summary

PAGEGROUP OVERVIEWGLOBAL COVERAGE

AREAS OF SPECIALISATION

HUMAN RESOURCES

HR Director / Head of HR

HR Business Partners / Manager

HR Advisors

Learning & Development Specialists

Remuneration & Benefits Specialists

Talent Acquisition / Recruitment Specialists

HRIS Specialists

Change Management Specialists

LEGAL

Partners

Senior Associates / Associates

General Counsels

Legal Counsel / Senior Legal Counsel

Compliance Specialists

THE DECADE IN REVIEWTHE AUSTRALIAN ECONOMY

Annual GDP Growth

THE AUSTRALIAN ECONOMYWHAT CAN WE EXPECT IN 2014

ABS recorded unemployment as being 5.8% in December 2013 (20 year average is 6.3%).

The Australian economy is expected to grow by 2.5% in 2014.

We will see transition from resource investment led growth towards broader based growth.

The outlook for the global economy is stronger than it has been in 2013.

This indicates a stronger job market in 2014.

THE DECADE IN REVIEWANNUAL EMPLOYMENT GROWTH

NSW & Australia (2004-2013)

THE DECADE IN REVIEWANNUAL EMPLOYMENT GROWTH

VIC & Australia (2004-2013)

WHAT DID WE SEE IN 2013?

Overall, similar trends to 2012.

Subdued domestic market influenced by mixed global economic conditions:

China continued to slow slightly The US continued to grow at a moderate pace The Euro area largely remains in recession. 

Slowdown in mining had a negative impact on the economy and signalled caution to other sectors – this appears to have stabilised.

Early announcement of the federal election halted business decisions. Consumers and businesses weren’t prepared to ramp up their spending.

The promise of post-election movement is still yet to be fully realised.

The collective effect was a relatively flat employment market.

IS THE CURRENT MARKET THE “NEW NORMAL”?

There are no forecasts for a large spike in the market.

Businesses are generally positive about the outlook for 2014.

This is yet to translate into large movements in business or employment activity.

Companies are continuing to be “bottom-line” focused.

Increase in restructures within management teams.

With more political stability and a stronger global economy it is expected that people will spend more and businesses will lift hiring and investment.

There is a level of comfort that the economy won’t decline and most people are cautiously optimistic.

INDUSTRY TRENDS

Companies expect hiring to remain fairly stable over the next 12 months.

Businesses are closely monitoring the costs associated with their support services functions.

Continued steady requirement for HR professionals on a temporary basis offering a flexible workforce.

IT / Telecommunication and Public Sector all showed a significant requirement for additional headcount.

SMEs are more willing to actively invest in HR compared to large businesses that have the option to offshore back office functions.

COMPANIES

INDUSTRY TRENDS

Candidates are seeking a strong company culture.

The opportunity to learn and broaden experience is a key reason to move roles.

Work life balance initiatives are a strong motivator with the average working week being 37.5 – 40 hours and less that 1% working more than 51 hours.

More flexible working arrangements are being sought at the senior end of the market with the option to work one day a week from home.

Candidates are often passively looking for the right opportunity rather than being motivated purely by financial rewards.

The senior end of the candidate market has been very stagnant.

CANDIDATES

INDUSTRY TRENDS

Occupational Health & Safety (OH&S) specialists are currently in high demand particularly across SMEs.

A high number of HR job opportunities have been available in the digital area, which is rapidly expanding in line with changing consumer preferences and the growing popularity of online shopping.

HR Generalists, particularly HR Business Partners, continue to be a focus for hiring activity. Strong trend towards technical competence and business “know how”.

Business conditions have driven a demand for specialist skill sets including employee relations, HRIS and change management.

Companies are continually looking for professionals willing to consider interim options with a view to permanency.

POSITIONS IN DEMAND – HUMAN RESOURCES

INDUSTRY TRENDSCANDIDATE DEMAND – LEGAL

PRIVATE PRACTICE

There has been an unprecedented demand / appetite for Partners to move firms.

Most other external hiring has been at a junior level (2 – 4 years). There continues to be a candidate shortage across all practice

areas.

IN-HOUSE

The General Counsel / senior market has been extremely stagnant.

The majority of roles have been at junior counsel level. Private Practice lawyers will leave for fixed term roles.

SALARY & EMPLOYMENT FORECAST 2014SALARY & REMUNERATION

SALARY & EMPLOYMENT FORECAST 2014RECRUITMENT ACTIVITY

SALARY & EMPLOYMENT FORECAST 2014ATTRACTION & RETENTION

SALARY & EMPLOYMENT FORECAST 2014ATTRACTION & RETENTION

HAS THE RECRUITMENT LANDSCAPE CHANGED?

In larger corporate structures, companies are continuing to ‘de-layer’

THE EFFECT OF STRUCTURAL EFFICIENCIES

Traditional Structure

HAS THE RECRUITMENT LANDSCAPE CHANGED?

In larger corporate structures, companies are continuing to ‘de-layer’

THE EFFECT OF STRUCTURAL EFFICIENCIES

Efficient Structure

HAS THE RECRUITMENT LANDSCAPE CHANGED?

Employees can see lack of career progression, causing staff turnover.

Companies are short-term focused in their replacement strategy.

This is in line with a shorter term goal focus / cost focus in a challenging economy.

Candidates become more specialised – less breadth of skills/industry knowledge.

Creation of perpetual ‘job recruitment’ rather than career development.

Often outside the control of staff retention strategies if the next step isn’t realistically available.

THE EFFECT OF STRUCTURAL EFFICIENCIES

HAS THE RECRUITMENT LANDSCAPE CHANGED?THE EFFECT OF STRUCTURAL EFFICIENCIES

HAS THE RECRUITMENT LANDSCAPE CHANGED?MANAGING THE CANDIDATE MARKET

Networking

Search

Print Advertising

Online Advertising

Job Boards

Social Media (Facebook, Twitter, LinkedIn)

Database

PreviousSourcing Strategies Current

HAS THE RECRUITMENT LANDSCAPE CHANGED?

Access to candidates is now far

easier

Job boards provide an

untargeted approach

Aggressive LinkedIn campaigns

can have a detrimental effect

Greater sophistication is

essential in effective candidate

management

MANAGING THE CANDIDATE MARKET

The difference between passive and active candidates is evaporating

Active Passive

SUMMARY

The employment market proved to be steady throughout 2013.

Should we accept the current market as the ‘new normal’? The outlook for 2014 continues to be cautious with some level of

optimism.

Companies continue to be bottom line focused.

There are longer term effects of efficiency restructures. With greater access to a broad candidate pool, correct candidate

management is crucial for an efficient recruitment process and company EVP.